Michel Koopman is the CEO & Founder at CxO Coaching, with a distinguished career as a senior operator and entrepreneur.
Succession planning is often regarded as a key pillar of organizational resilience. Done well, it ensures that high-potential younger leaders are primed and ready to take on critical roles, safeguarding continuity in leadership. Many companies invest with great intention in identifying future leaders and providing them with coaching, mentorship and strategic growth opportunities.
But there’s often a blind spot that even the best succession strategies miss: the journey of the outgoing leader. The transition for executives stepping out of their roles into retirement or their “next chapter” is equally critical, yet it’s frequently treated as an afterthought. Such an oversight can ripple through an organization, disrupting culture, delaying progress and leaving outgoing and incoming leaders ill-equipped for what’s next.
There is an opportunity for organizations to adopt a more balanced approach to succession planning that supports leaders in stepping up and those who are stepping out.
The Two Sides Of Succession
Preparing high-potential leaders for greater responsibilities is an obvious priority. These leaders represent the future of the organization, shaping its direction and driving its performance. As such, they require tailored development programs to strengthen their experience, confidence, decision-making skills and readiness to lead.
What’s less obvious but equally important is the need to support outgoing leaders in navigating their departure. For many executives, stepping away isn’t as simple as passing the baton. Their work often intertwines with their identity, their routines and even their sense of purpose.
As retirement or role transitions loom, senior leaders may find themselves grappling with questions they’ve rarely considered:
• What will I do with my time?
• Who am I without this title?
• How do I contribute meaningfully outside of work?
• How will my relationships change when I’m no longer focused on my career?
These aren’t just logistical or philosophical questions—they’re deeply personal. And when they go unaddressed, the resulting uncertainty can have far-reaching consequences for them and the company they are looking to leave behind.
The Risks Of Ignoring Outgoing Leaders
Without a thoughtful plan for stepping away, even the most composed executives can falter. Some might resist leaving, holding on to responsibilities longer than they should and creating bottlenecks for their successors. Others might exit abruptly, leaving a void and depriving their replacement of valuable insights or guidance.
In some cases, leaders leave the organization entirely but find themselves adrift, struggling to adjust to life without the structure and validation their roles once provided. Restlessness, dissatisfaction or even unproductive attempts to reinsert themselves into their former workplace can result from this scenario. How many times did you congratulate someone on their “retirement” only to find out that within six months, they are back at some form of work due to boredom, financial needs or lack of fulfillment? Or worse, they announced their retirement, only to stay at the same job way past their intended exit date?
These challenges don’t just affect individuals; they impact entire organizations. Disrupted transitions can slow decision-making, destabilize teams and erode confidence in the company’s leadership development processes.
A Holistic Approach To Succession
The solution lies in rethinking succession planning as a two-sided coin. Helping leaders step up is only part of the equation; organizations must also focus on guiding others to step out gracefully. A more holistic approach considers the practical, emotional and relational dimensions of leadership transitions so that outgoing executives feel prepared and supported as they enter the next chapter of their lives.
Crafting A Meaningful Transition
Supporting leaders in stepping out requires intentional effort across several dimensions:
• Practical Preparation: Outgoing leaders need time and resources to plan for life after their role. Planning for life after their role involves financial preparation, evaluating lifestyle changes and determining how to structure their days.
• Relational Adjustments: Major career transitions often reshape personal dynamics, particularly at home. Leaders need support in navigating these changes to make sure their newfound availability enhances, rather than strains, their relationships with family and friends.
• Reimagining Identity: For many executives, their role has been a cornerstone of their identity. Moving on requires a shift in mindset—discovering new ways to contribute and finding fulfillment beyond the workplace. Whether through mentorship, board service or pursuing personal passions, leaders benefit from exploring how they’ll leave a legacy outside the corporate world.
How Organizations Can Help
Organizations play a pivotal role in facilitating smoother transitions. Demonstrating care and thoughtfulness toward outgoing leaders reinforces a culture that values people, not just performance. Here are three actionable ways companies can make a difference:
• Offer Tailored Coaching: Executive coaching focused on retirement and transition planning can help leaders clarify their goals, explore their legacy and map out their next steps.
• Host Post-Retirement Workshops: Bringing in experts to lead discussions on financial planning, lifestyle design and personal growth can equip leaders with practical tools and insights for their post-career lives.
• Create Opportunities For Continued Engagement: Outgoing executives often want to stay connected. Inviting them to mentor rising leaders, contribute to strategic projects or participate in knowledge-sharing initiatives allows them to remain involved in meaningful ways without overshadowing their successors.
The Legacy Of A Thoughtful Exit
When companies get this right, the benefits are far-reaching. Leaders leave with confidence and clarity, successors step into their roles supported and prepared, and the organization maintains momentum. Above all, it strengthens a culture of mutual respect, organizational continuity and collective purpose.
Succession planning has always been about looking forward. But by recognizing the importance of helping leaders step out as much as we prepare others to step up, we can turn transitions into powerful opportunities for growth and renewal.
It’s not just about who’s next. It’s about honoring those who came before—and ensuring that every leader’s journey ends as thoughtfully as it began.
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